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753RE: [ona-prac] Large networks-questionnare

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  • Graham Durant-Law
    Mar 7, 2010



      I suggest you read “The Invisible Organization – How Informal Networks can Lead Organizational Change” by Neil Famer. He propose that rather than using a complete data collection methodology an iterative interview approach should be used. This process begins by interviewing known change champions. They are asked who the change positive and open-minded influencers in the organisation are. These individuals are then interviewed, with the process being repeated until no new names emerge. The idea is to, quickly and accurately, identify change-positive, as opposed to change-negative, influencers with extensive local personal networks. The resultant networks are then mapped and key players identified. These people are then used to weave the network and create a high-performance workplace with deep leadership.


      Of course if this is not your intent then the method as described will require modification.





      Graham Durant-Law


      Knowledge Matters


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      From: ona-prac@yahoogroups.com [mailto:ona-prac@yahoogroups.com] On Behalf Of Matt Moore
      Sent: Monday, 8 March 2010 8:56 AM
      To: ona-prac@yahoogroups.com
      Subject: Re: [ona-prac] Large networks-questionnare




      Can I ask why you are producing these analyses? What is the output expected to be & what are you then going to do with them?

      If it's to illustrate issues in the network then some kind of sampling approach might might. If it's to identify specific people then you may need to survey all 2000.



      From: ona-prac@yahoogroup s.com [mailto:ona- prac@yahoogroups .com] On Behalf Of Pawel
      Sent: Sunday, March 07, 2010 1:36 PM
      To: ona-prac@yahoogroup s.com
      Subject: [ona-prac] Large networks-questionna re



      Hi everybody,

      We have been recently asked to design ONA survey for about 2000 respondents. We are supposed to analyze both collaboration and problem solving networks. It seems to be a quite challenging task because in this case a simple questionnaire with a list of all workers would be too large and too exhaustive.

      We think about two options. For collaboration we consider dividing people into several groups (e.g. divisions, departments etc.) and ask firstly whether they have cooperated with anybody from particular department if so they would be asked to indicate workers. However I am not sure if it is not too large anyway. In case of questions on problem solving we think about giving open questions without listing names.

      I would be grateful for any suggestions and tips regarding questionnaires designed for large population. Any references to relevant materials would be appreciated as well.

      Many thanks for your help,

      Pawel Stepka
      www.episteme. com.pl


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